When specific standards are developed in addition to, or in lieu of, the benchmark standards listed below, regulation requires description at the Fully Successful level, at a minimum. __________________________________ Each of these sources can provide valuable information about the performance of an employee. This performance appraisal promotes strategic planning and thinking in all aspects of employee assessment, problem solving and counseling. Performance evaluation criteria can be of three types trait based, behavior based, and performance based. DEFINITION According to Edwin B Flippo, Performance appraisal is a systematic, periodic and so far as humanly possible, an impartial rating of an employees excellence in matters pertaining to his present job and to his potentialities for a better job. However, as shown by our researchStrengths-based performance conversations, it can be better to help employees build their strengths and replicate successes in other areas of their work. International Journal of Management Reviews. In other words, it is the systematic assessment of an employee in terms of the performance, aptitudes and other qualities necessary for successfully carrying out his job. The appraisal process begins with the establishment of performance standards. Necessary cookies are absolutely essential for the website to function properly. Appraising performance touches on one of the most emotionally charged activities-the assessment of another individuals contribution and ability. After communicating the KPAs, KRAs and job standards, care is taken in order to take employee opinions with respect to their job expectations and needs related to their performance. Making a note of the critical incidents, either positive or negative, helps the manager keep a track of the employee performance. The results of the job description process include the job being assigned a specific range of payment. Of course conveying good news is considerably less difficult for both the manager and the subordinates than conveying the bad news that performance has been below expectations. They review the answers to their why questions, looking for common themes or areas. Performance Appraisal and Human Resource Management. Manpower planning within an organization is very critical in that, cases of either overstaffing or understaffing is detrimental in one way or another. Those with this kind of drive always seek occupation mystery, utilize their skills for solving problems and enjoy such use of such skills and always try their best to be creative and innovative in their undertakings. Today, we also help build the skills of cybersecurity professionals; promote effective governance of information and technology through our enterprise governance framework, COBIT and help organizations evaluate and improve performance through ISACAs CMMI . The value of annual reviews has increasingly been challenged in recent years in favour of more regular conversations, but even so, performance appraisal remains an important part of the performance management cycle. Ltd. Ensuring employee performance requires establishing a level of competence which the employee should be aware of as a target to be achieved. Involves selecting the appraiser who will conduct the performance appraisal of the employee. The organizing function of any organization should deal with the issue of allocating the tasks to the employees respectively according to their competence. This implies that BAT Company employees will remain committed to the organization thus less labor turn-over rate which in the process saves valuable time and cost that could have been experienced if the company did not effectively appraise its employees (Bagley and Savage, 2006). The rational and emotional aspects of a person enable one to be participatory and reflective on certain aspects of the operations in the organization. KPIs may include global or regional sales figures and trends over time, personnel stats and trends, real-time supply chain information, or anything else that is deemed critical to a corporations success. The HR department should design an ideal performance management policy template which will help the employees to understand the employee performance review process. Overall performance assessment score is the combination of performance score, behavioral score, and essential skill compliance. The first basic step in effective and systematic appraisal system is to define the objectives of the appraisal itself. They must truly "walk the talk"particularly during times of change. Explore homebuyer and rental guides, use mortgage calculators, renovation and maintenance tips. Assessments are too subjective, not a reliable reflection of actual performance and unfair. 1630.4 (2007). Our performance and impact over the previous financial year. 3. Adaptive performance: the ability to respond to unexpected changes (for example, handle crisis situations) or innovate. The next one infers that motivation is not a fixed trait; but rather it refers to a dynamic internal state resulting from the influence of personal and situational factors. Make employees aware of the future prospect in the company. To measure actual performance frequently, managers use four common source of information personal observations, statistical reports, oral reports and written reports. Learn about the Baldrige Program External Review and view monthlyupdates to stay informed of the assessment progress. Performance standards determine the expected level of performance, goals, or targets. This can be done in organization meetings or also at individual level. The appraiser gives neither high nor low ratings and tends to give ratings in the middle of the scale to all the appraisees. The value of annual reviews has increasingly been challenged in recent years in favour of more regular conversations, but even so, performance appraisal remains an important part of the performance management cycle. Our current opening hours are 08:00 to 18:00, Monday to Friday, and 10:00 to 17:00, Saturday. The remainder of the role is usually devoted to areas of shared responsibility (e.g., helping team members, participating in activities for the good of the organization). If emailing us, please include your full name, address including postcode and telephone number. pp510-533. Free to Download Appraisal letter Sample Template, HRhelpboard helps people growing knowledge in. Our four-step framework for helping you on the journey to net zero real estate. An EPAP outlines the specific elements and standards that the employee is expected to accomplish during the rating cycle. Based on the overall performance assessment score the further action of salary hike, incentives and bonus will be taken by the management. This normally acts as a motivation structure for employees in the organizations. Performance appraisal techniques such as motivational drives play an important role in achievement of goals by employees in a work place. For example, reward- providing appraisal such as salary revision or promotion differs from appraisal for training and development. This explains why job description as a management tool refuses to go out of fashion. PubMed comprises more than 34 million citations for biomedical literature from MEDLINE, life science journals, and online books. For the entire performance of the employees to be improved, managers need to ensure that employees actually attain the laid down measures for them to be rewarded. Organizations need to move away from the issue of compensating employees once a year or a month. Activate your 30 day free trialto continue reading. Communicate performance expectations to the employees. Health Networks enables all Western Australians to connect, share and improve our health services. Here are 10 straightforward tips forhow to improve the performance management process.. Indeed, it is fair to say that most top executives consider the evidence on which the compensation based, to be inadequate with the minimum of objective facts and maximum of subjective opinions. KLUGER, A.N. Performance is often assessed through standardised metrics but can also draw on qualitative comments. It is important to note that communication is a two-way street. IV. 50 Self Appraisal Comments to Use in Your Next Performance Review. Get the info you need Search the site search: GMC Online; Registration and licensing. For example, in the Indian context, a young appraiser who has to evaluate the performance of his elder colleague, may tend to give him higher ratings than his performance warrants. Performance Appraisal Expectations. Training raters (for example, in techniques for comparing employees with set standards). The performance appraisal system provides a robust way to discuss, plan and review the performance of existing staff of the company. Many organizations over the past few years have been dedicated to examining their corporate strategy every year with the hope of nonstop enhancements. Performance standards form the framework by which performance will be evaluated. This website includes study notes, research papers, essays, articles and other allied information submitted by visitors like YOU. Official websites use .gov For example, Pepsi Co uses volume growth and market share to calculate the incentives for senior level employees. 1. This is because job description greatly helps in reducing employee turnover in organizations. The Baldrige Program oversees the nation's only Presidential award for performance excellence while offering a wide array of award-winning products and services, including the world-renowned Baldrige Excellence Framework. For example, in HCL Technologies, employees are rated on their performance on each project. We invite you to learn about the Baldrige community dedicated to helping organizations improve. Performance Appraisal Policy sample supports performance appraisal of employees by means of set of discussing, planning and reviewing the performance of each employee. iv. Learn how to effectively manage people to ensure organisational success in line with the principles championed by the CIPD. Communicating the Results of Appraisal to the Concerned Employee: Job Analysis: Meaning, Concept, Purposes, Contents, Process and Methods, Steps in Performance Appraisal Process 6 Step Process. Job description process as management tool is very important to employers. A central focus of Jonnys work is applying behavioural science insights to core aspects of people management. This cookie is set by GDPR Cookie Consent plugin. It is the responsibility of the management in general and the human resource function, in particular to take corrective actions and avoid these pitfalls. Sign and date the Appraiser block on the EPAP. Every worker would want to continue working for an organization which pays him or her well which has been the case in BAT Company. This was evolved to judge executive performance in terms of more realistic individual targets. A significant insight is that the leadership and senior management must model its organization's mission consistently, with passion and enthusiasm. However, the present trend in appraisal suggests the concept of 360-degree appraisal which involves appraisal by the appraisee himself known as self-appraisal, appraisal by superior concerned, HR personnel, and outside personnel with whom the appraisee interacts in performing his jobs. Studies have shown that, there is a unique relationship between the human resource management practices and techniques for a company and its overall performance. Human resource has the responsibility to coordinate all the activities within the organization and they have to ensure efficiency in productivity of the organization hence firms should maintain a motivated workforce (Fiddler and Atton, 1999). Establishing Performance Standards 2. These cookies will be stored in your browser only with your consent. Looking into the latest trend where it has really become difficult for em Benefits of Performance Management System One of the steps involved in job description is bench marking the jobs. Under this, a persons performance was judged on the basis of the degree in which he possessed certain traits which were considered to be essential for a good manager. When this is effectively carried out then the employee performance will automatically increase. This however, is only one side of the story. Mere transfer of information from manager to the subordinate regarding expectations is not communication. In this case pay grades can be determined in relation to the employees general performance. Each and every employee in the company should understand the guidelines and follow them to ensure the fair conduct of performance appraisal process. Contextual performance: activities that go beyond one's job remit which benefit the organisation as a whole. When it does, they tend to like it. Aside from the primary needs for existence, social interaction in the form of companionship helps in shaping the character of a person as a quality individual that is capable of doing complex things and acting complicatedly (Murray and Schoonover, 1988). We developed the Framework for Teaching Clusters (FFT Clusters) to reorganize the 22 components of the FFT by drawing attention to the big ideas that support student learning. One is immediate and deals predominately with symptoms. Performance Appraisal Expectations. This is really important to employers and managers because they will not be worried about losing employees to better paying organization. The different steps can be explained as follows: Involves identifying different dimensions of job performance and setting up performance standards based on these dimensions. Effectiveness and Efficiency of Performance Appraisal to HRD, Performance Appraisal and Human Resource Management, Job Descriptions and Performance Appraisal, Performance Appraisal and Corporate and HR Strategies. Happy Thanksgiving from your friends at the Baldrige Performance Excellence Program. The company is bound to provide the fundamental right of performance review and performance-based increment to all the working employees. It includes recalling, evaluating and analysis of data related to the employees performance. Health Networks enables all Western Australians to connect, share and improve our health services. These factors are normally well spelt out to employees in the organization. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better. Offering employees support such as coaching to help them act on the feedback. These lead to potential errors in individual appraisals. This sample will provide you with the performance appraisal policy and procedure which is simple to execute. Performance appraisal 1. Strengths-based approaches tend to take a coaching style and be more future-focused, which may be part of the reason for their effectiveness. When a performance appraisal technique such as motivation is effectively designed and managed, then it can help in the overall reinforcement of desired behavior including performance. They can also relate to employees behaviours and attitudes against an organisations values, or to their learning and development. (2016) The performance management revolution. The other factor that has enhanced success in BAT is that of pay satisfaction; research indicates that people dont work unless they receive pay for work done as a motivator which is therefore the key to employee satisfaction. This is regarded to be highly important if management development efforts are to be realised. On the other hand, Human Resource strategy is a plan of action that is set to guide the HR department in major staffing decisions pertinent to business level strategy which obviously includes performance appraisal issues. We've updated our privacy policy. BAT Company employee performance appraisal technique has taken different forms that include the following: The first factor is of job security which is the primary driving force an employee Centres on while working; it is the ability to retain the job for as many years as possible. Again Rensis Likert, the famous social scientist, in his article Motivational Approach to Management Development is concerned about the impact of performance appraisal on the employees and the manager. by use of appraising techniques. pp121-133. This management tool has been used both in the private and in the public sector. In most cases, people would want to know if their work has made some difference and therefore provision of such rewards by BAT Company has encouraged them thus motivating the employees (Baker, 1999). This is the measure to be used by managers in determining compliance with the standard and in identifying problems met by the employees in meeting the standard. The corporation key result areas that should be considered include; marketing, finance, production, human resources, physical resources, social responsibility, and profit requirement. Any modern business organization should be accredited with; payment of fair salaries and wages, provision of house allowances and medical coverage, other fringe benefits, good promotional systems, good communication and motivational structures. The submission of self-appraisal form and team evaluation form should be done on or before the given deadline. This is done because employee performance affects how far or how successful an organization can be. When this is not effectively carried out, it works negatively on the employees performance. For compensation to be effective and to improve the performance of employees, then managers need to put in place meaningful measures and realistic ones. Or, an employee who is disliked by his appraiser for his shoddy dressing may be rated poor on other factors like attendance and reliability. Search the site search: GMC Online; Registration and licensing. Managing employee performance is an integral part of the work that all managers and rating officials perform throughout the year. Other uncategorized cookies are those that are being analyzed and have not been classified into a category as yet. An additional benefit of a live dashboard is that people or teams can adjust their effort or the focus of their work in response to changing demands, which is especially useful in time critical environments. 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When job description is carried out in an organization, it results in fairness in terms of payment rates given to various jobs in the organization (Brewster, 1995). In such a case, the performance dimensions may include areas such as leadership skills, interpersonal skills, and attitude. Doing this will allow the rating official to provide specific examples to the employee during progress reviews, during the rating of record, or at other times throughout the year. Providing evidence of learning process followed throughout the year. During the leadership development, Yes, I have a wicked dream. In some contexts, accurate and even real-time performance data are available on teams or individual employees: an example is a customer contact centre, where data on call length and outcomes can be recorded as the calls take place. To make the process transparent employees will receive the information about their overall performance assessment score. This is because when the measures are not attainable then the employees performance will not improve. Research reveals that employee motivation is the key to the profitability and competitive success of BAT Company in the current business world i.e. The proponents of the performance appraisal system feel that the principle reason for the uneasy feeling about it may be due to the fact that judgement may not be particularly well-founded. Satisfactory feedback ensures that the information communicated by manager has been received and understood in the way it was desired. Help shape its future, Learning together, leading together investing in our whole community, Understand the basics of performance reviews and how to ensure the process adds value to the organisation. Peer appraisal is an appraisal done by an employees colleagues. For organisations. Research indicates that rewards used by the company have not been very big inducements but the small gifts given to anybody thus its employees eventually feel appreciated. 1079797. This implies that less time is wasted because employees are okay and thus have enough time to work for the company (Murray and Schoonover, 1988). It's also important that, when goals have not been met, both the manager and employee agree on what changes need to be made to improve performance. Revalidate This can easily be understood by taking an average week and thinking of the general categories of things on which they spend their time and the people with whom (or for whom) they are involved with during the tasks. According to research carried out in the private and public sector, employers say that this tool is very fundamental in management. Performance appraisal techniques such as good reward systems are very vital in every organization. The performance standard with respect to a salesperson could be maximizing the sales volume; a specific performance standard would be selling 12000 units of a particular product by the end of the year. Once performance standards are established, it is necessary to communicate these expectations. Questia. Health Networks. Read the Report Global Live-Work-Shop Report That is, as the organizations broader objectives evolve over time, a technology-based performance management process can evolve with it. Gain key insights by subscribing to our newsletter. A typical role targets three to five KRA. This refers to the situation where the appraiser tends to give high ratings and only positive feedback to the appraisee, irrespective of his actual performance. This is because they play a big role in improving the performance of the staff. Wipro, Infosys, and Reliance Industries use this method for appraising its employees. ix. 5. Performance expectations describe the behaviors, specific skills, knowledge, or techniques (within the general competency category) that an employee needs to apply to achieve the desired job objectives. School of Management Studies(NIT calicut), Performance Appraisal and Human Resource development, Appraisal (Self Assessment, Peer Assessment, 360 Degree Feedback), Performance Appraisal and problems associated, Mba ii hrm u-3.3 performance appraisal & job evaluation, Image Restoration (Digital Image Processing), Performance appraisal concepts and method, Grocery store clerk performance appraisal, Performance appraisal tools & methods. For example, Pepsi India evaluates performance norms for its various managers twice or thrice in a year to make these more meaningful. Members and People Management subscribers can see articles on the People Management website. and DENISI, A. Trait-based criteria identify employees potentials in terms of attitude, creativity, initiative, and drive to learn. For organisations. As we shall see later, when performance is taken as the basis of appraisal, the performance standards should be determined jointly by appraiser and appraisee. Webmaster | Contact Us | Our Other Offices. In some jobs, performance metrics can be calculated on an ongoing basis through management information systems. When a performance appraisal technique such as motivation is effectively designed and managed, then it can help in the overall reinforcement of desired behavior including performance. The third scope is the technological aspect and it involves decision regarding to products produced and the anticipated technologies. Sometimes, it is also a means to make the person perform better and more efficient. Our current opening hours are 08:00 to 18:00, Monday to Friday, and 10:00 to 17:00, Saturday. KRAs are also known as key work outputs (KWOs). Performance appraisal is not an end in itself, but it is a means for improving long-term performance of personnel by taking appropriate actions based on the information as revealed by the appraisal. TOS4. Technology is essential to the performance management process in three key ways: transparency, efficiency, and equity. Determining who will Conduct the Appraisal 4. Our performance and impact over the previous financial year. Communicate their roles purposes to others, 6. Performance appraisal 1. The fundamental flaw in the current review procedure is that they compel the superior to behave in a threatening, rejecting and ego-deflating manner with a sizable proportion of its staff. Refers to the second step of the performance appraisal process that occurs after the identification of the expected level of performance in each job evaluation criterion. More importantly proper training should be carried out to ensure that the employees are equipped with skills and competence regarding to technologies introduced (Armstrong, 2006). Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. iii. Reviewed in In a Nutshell, issue 62. But once they realize that the laid down measures for them to get the reward are just not attainable and realistic, then it just doesnt become effective. Research has shown that BAT Company pays well its employees and thus they do their jobs well and in return the companys performance has been greatly enhanced. Management team or HR department is responsible for compiling the self-assessment record submitted by the individual employees along with the grades provided by their respective managers. We invite you to learn about the Baldrige community dedicated to helping organizations improve. Job description process results in the various jobs in an organization being given a pay rate. This management tool refuses to go out of fashion for various reasons. (2006) Performance appraisal, performance management and improving individual performance: a motivational framework. It should not be the part of the employees job to guess that what is expected of them. A good performance management system always works in improving the perfor What is Job Rotation and how it is beneficial in employee engagement You also have the option to opt-out of these cookies. Job description also helps in creating healthy competition among employees (Harrington, Esseling and Van Nimwegen, 1997). Ratings accuracy can be increased in various ways, including: Regular feedback can support motivation and inform learning and development. The Journal of Emergency Medicine is an international, peer-reviewed publication featuring original contributions of interest to both the academic and practicing emergency physician.JEM, published monthly, contains research papers and clinical studies as well as articles focusing on the training of emergency physicians and on the practice of emergency medcine. If emailing us, please include your full name, address including postcode and telephone number. Our research explores the factors that make feedback effective in improving performance and how this can be put into practice by people professionals, Understand how to build an effective approach to performance management, including the tools that can support it, Our organisational field trial shows what difference strengths-based performance conversations can make in the UK public sector, Copyright The Chartered Institute of Personnel and Development 2022. In addition, BAT has been utilizing motivational posters which are strategically drafted for individual recognition for job well done. Performance Appraisal Process of Employees: Step by Step Process, Steps in Performance Appraisal Process 6 Steps Process, Steps in Performance Appraisal Process Definition and Stages of Performance Appraisal, Steps in Performance Appraisal Process Step by Step Process of Performance Appraisal. culture, religion, race etc. This can give employees a fuller picture of their performance and a more objective basis for administrative decisions. Under this drive individuals will always be concerned with accomplishing their tasks and actually progressing to higher levels. This is because job description normally goes hand in hand with employee appraisal. Jo Ann Jenkins, Chief Executive Officer, AARP Inc. The policy provides that review of the performance is a fundamental right of employees and managers should be fairly executing the performance review process. According to the experience of GEC, There were indications of reluctance on the part of many managers to conduct appraisals.. Whatever might be the organisational policy, the document of appraisal has to be effectively and immediately put to use to ensure a better performance during the next appraisal period. When organizations use a combination of all the above sources to evaluate an employees performance, the appraisal is known as 360-degree appraisal. Health Networks enables all Western Australians to connect, share and improve our health services. This also helps employers to create posts in the organization that are fundamental or those that are needed most. The decision-making process is a reasoning process based on assumptions of values, preferences and beliefs of the decision Performance measurements should thus be selected carefully to be relevant and useful. (2017) The effect of rater accountability on performance ratings: a meta-analytic review. Appraisal carried out by the superior is the traditional approach of evaluating employees performance on their job. We also use third-party cookies that help us analyze and understand how you use this website. The process is ongoing. Organizations can use reward systems to improve the performance of their staff by praising employees who attain set targets. The Framework for Teaching provides structure and feedback for continuous improvement through individual goals that target student and professional growth, thus supporting overall school improvement. In fact, it has been researched and found out that well paid employees of BAT Company have translated to satisfied customers i.e. The salary increment will be applied twice a year based on the overall performance assessment score. Its also scalable and flexible over the long term. We invite you to learn about the Baldrige community dedicated to helping organizations improve. External Review The Baldrige Performance Excellence Program is pleased to announce. It is the key to the economic success of any company. II. Our performance and impact over the previous financial year. Our evidence review People Performance explores how employers should understand and measure people performance at the individual and team level. The performance appraisal system of the company is developed based on the long-term goal. More information on the ADA and the Rehabilitation Act is available at EEOCs website, www.eeoc.gov. Also strategic objectives that encompass performance appraisal measures of the organization should be formulated; this implies that the HR department should turn the mission statement in to supporting objectives for each level of management in the corporation. Central tendency is the tendency of the appraiser to rate most of the appraisees in the middle of the performance scale. Also updated the Governance handbook - the January 2017 version is structured around the 6 main features of effective governance. Menu. Our four-step framework for helping you on the journey to net zero real estate. The objective against which the performance is assessed has to be conveyed to the employee and necessary resources should be provided to achieve the set objectives. PRESENTER: Mandeep Kaur SEMINAR ON PERFORMANCE APPRAISAL 2. Read the Report Global Live-Work-Shop Report Looks like youve clipped this slide to already. By clicking Accept, you consent to the use of ALL the cookies. 2022 HR Help Board. After the previous steps, appraisers should document employee performance, both good and when improvement is needed, throughout the year. It is a continuous process which involves monitoring the performance throughout the year. This will ensure that they meet the needs of consumers. This greatly helps in reducing employee turnover in the various organizations. Immediate correction action is often described as putting out fires, whereas basic corrective action gets to the source of deviation and seek to adjust the difference permanently. In this line the HR department should clearly ensure that the strategies developed in the organization should be the ones that direct efforts towards accomplishing the organizational basic mission or purpose. Performance assessments can be of great value to everyone since a robust and integrated system can increase employee engagement and therefore improve business processes and outcomes. inform the performance management of headteachers; Relationship to the teachers standards. The cookie is set by the GDPR Cookie Consent plugin and is used to store whether or not user has consented to the use of cookies. Behavior-based criteria measure the behavioral patterns and soft skills of the employees as desired by an organization. Competence motivation is a force to be first-rate at doing something; in essence it is a drive that allows a person to perform superior work. APPRAISAL. This strategy takes 3-5 years to be implemented though duration may vary from one organization to the other. Another key element of the performance management process is to set new objectives for the future after the year-end review is complete. Performance appraisal is the process of evaluating a managers performance on the job in terms of the requirement of the job. At the same time organizations can use compensation to improve the performance of employees by incorporating appraisal or promotion for employees who have a good record of performance. Power motivation on the other hand is a force that influences employees and actually leads to altering situations. Resistance by the workers may be experienced if the allocating process used is viewed to be inappropriate and oppressing which always leads to poor organization performance. The Baldrige Program oversees the nation's only Presidential award for performance excellence while offering a wide array of award-winning products and services, including the world-renowned Baldrige Excellence Framework. The cookie is used to store the user consent for the cookies in the category "Other. This is one of the most common errors in employee performance rating. The job description process as a management tool refuses to go out of fashion for so many reasons. The Right Process of Recruiting Employees Compare actual performance with standards. Giving constructive feedback focusing on evidence and actual examples, not subjective opinion, reinforcing positives and strengths, and knowing when to be directive and when to take a coaching approach. Javascript must be enabled for the correct page display. The result of the appraisal is communicated and discussed with the employees on one-to-one basis. It does not store any personal data. They are the things that, if employees focus on them and do them well, will produce the best results and give them the greatest success in their tasks/roles. Hence, with proper policies and administrative skills utilized by BAT Company, managers have indeed created a satisfied workforce through such an appraisal performance technique. Today, we also help build the skills of cybersecurity professionals; promote effective governance of information and technology through our enterprise governance framework, COBIT and help organizations evaluate and improve performance through ISACAs CMMI .